It is always worth asking about the negotiability of salary. Many institutions work within a salary range for each position, and some make the initial offer below the top of the range, or below what they are willing to pay, to leave room for negotiating. On your part, doing some research will help you set reasonable expectations. Keep in mind that salary increases (e.g. annual cost-of-living increases) are usually not a fixed, round amount but are calculated as a percentage of your salary. The higher your starting salary, the higher each increase will be.
All that being said, sometimes departments cannot negotiate salary without violating equity standards or legislated parameters. They may, however, be more flexible on the following other elements of value. Candidates should not attempt to negotiate all variables of the offer. Set your own priorities.
A department may be able to work with you on your teaching load. Think in terms of the number of courses you will teach per term, the number of different course preparations in a given term, and your schedule. Also take into account other departmental responsibilities, such as advising and service (e.g. committee work). You may want to aim for an arrangement that will facilitate your research and writing, especially if your long-term goal is tenure.
An expression commonly used in the sciences, “start-up package” refers to the tools and resources you will need to perform your work, such as office space, laboratory facilities and supplies, computer equipment and software, secretarial or research assistant/technician support, etc. It may also refer more generally to funding for research and conference participation, release time for research during your first several years on the job, funds for materials, such as photocopies and books, etc. These are details you want to clarify.
It is relatively common for institutions to reimburse new hires for some or all of their relocation costs. Such one-time-only expenses are generally easier to have approved than permanent, ongoing budget items. Before you reach the negotiation stage, estimate your moving costs (moving company fees, van rental, etc., depending on how you plan to move). Save all receipts from your move and remember to look into tax deductions that may apply.
Health insurance and other benefits are very often standard and non-negotiable, but look into these to know the value you are getting, especially if you receive more than one job offer. You may also have choices (e.g. different plans), so do your homework.
Sometimes institutions will agree to pay for a new hire to travel to the community to look for housing prior to moving there. You may also want to explore on-campus or temporary housing options for faculty and any special programs the institution may have to help faculty find and purchase homes. These are most common in areas where affordable housing is hard to find.
The challenges facing dual-career couples are of increasing concern in higher education. As one sector of the economy among many, academia does not want to lose talent to other employment opportunities. A growing number of institutions will thus make an effort to provide spousal or partner assistance to varying degrees—from connecting the partner with helpful resources to locating a job for him or her on campus. While the latter is done most often for highly desired applicants, any leverage from within the institution on a partner’s behalf may give him or her an edge if a suitable position is open. Search the institution’s website for “spousal hiring” or “dual career” for information on special programs.
Especially if an institution is unable negotiate other elements of your offer, it may be flexible on your start date. If you have not yet completed your dissertation, perhaps you could postpone your start date by a semester. Be sure to clarify when the tenure clock begins if you start working without your degree in hand.